Modeling Organizational Embeddedness in Digital Infrastructures of the Banking Industry (A case study of Central Bank of Islamic Republic of Iran)

Most of the reasons that result in high staff turnover and cost a lot of money on new employees are rooted in the lack of current job embeddedness and finding a way to keep employees in their current job has always been a concern for Central Bank managers. So the question is how to find a suitable model of human resource management in this regard?

Developmental research was designed with a qualitative approach and the strategy of the ground theory. Data were collected from in-depth interviews conducted with 25 expert managers of the Central Bank based on purposeful sampling and continued until reaching theoretical saturation. Using data analysis and coding, the initial conceptual model was created using the opinions of experts. In the quantitative section, 346 lower-ranking employees were selected by stratified random sampling method to answer the questionnaire. Qualitative data analysis was done using the thematic analysis method. Quantitative data analysis by using confirmatory factor analysis was analyzed and coded with the help of SPSS, and AMOS software. Each of them was evaluated separately, based on the systematic method of Strauss and Corbin.

Eventually, a model was created for organization embeddedness that could be helpful for the organization to reduce costs and increase employee productivity.

Organizations and the community should hire staff only by holding exams and obtaining the necessary quorum for this aim. They should not discriminate against applicants and all should be in the same conditions to qualify and compete so do best to succeed in own job.